Human Resources Business Partner II

The Human Resources Business Partner II (HRBP II) serves as a strategic advisor and operational partner to assigned business units, driving HR initiatives that align with organizational objectives and enhance the employee experience. The HRBP II demonstrates advanced expertise in influencing leadership decisions, applying business and financial acumen. This role is responsible for planning, coordinating, and executing HR strategies and programs that improve organizational effectiveness, talent development, and business performance. The HRBP II plays a critical role in shaping organizational effectiveness, fostering a positive workplace culture, and ensuring compliance with employment laws and company policies. The ideal candidate is an experienced HR professional with a track record of delivering impactful business solutions and fostering strong relationships with leaders and employees.

Responsibilities:

• Conduct regular meetings with business units to provide proactive HR consultation and support.
• Act as a trusted advisor to leaders, influencing business decisions through an HR lens while balancing employee experience, compliance, and organizational consistency.
• Maintain a good understanding of the business unit’s financial position, midrange plans, culture, and competition to align HR strategies with business priorities.
• Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.
• Provide day-to-day performance management guidance to leaders (coaching, counseling, career development, disciplinary actions) with the goal of elevating performance across the organization.
• Partner with leaders and employees across assigned business units to provide support throughout the employee lifecycle.
• Work closely with leadership and employees to improve workplace relationships, build morale, and increase productivity and retention.
• Evaluate and monitor the success and effectiveness of HR programs, recommending improvements to ensure alignment with business goals.
• Analyze trends and metrics to develop solutions, policies, and programs that address workforce needs.
• Plan, coordinate, and execute HR programs that drive organizational effectiveness and employee engagement.
• Provide guidance on business unit restructures, workforce planning, and succession planning to ensure organizational readiness and effectiveness.
• Assist leaders as a change agent during company rollouts, organizational restructures, and process changes.
• Maintain in-depth knowledge of employment laws and regulations, ensuring compliance and minimizing legal risks.
• Partner with HR leadership to ensure policies and procedures are consistently applied across business units.
• Identify training needs within the business and provide individual coaching to leaders to enhance their effectiveness.
• Facilitate leadership training sessions as needed to strengthen leadership capabilities and team dynamics.
• Partner with leadership and HR teams to implement change management initiatives, ensuring smooth transitions during organizational changes.
• Assist with HR project work, including mergers and acquisitions, as needed.
• Ensure consistency in the application of HR best practices across business units.
• Serve as a resource for HR systems, tools, and programs used by assigned business units.
• Perform other duties as assigned.

Basic Requirements:

• A minimum of 7-8+ years of progressive Human Resources experience in a combination of related functional areas (i.e., Recruiting, Employee Relations (required), Compensation, Performance Management (preferred), Training, Benefits).
• At least 3+ years’ working in an HRBP capacity.
• Demonstrated ability to identify talent, human capital gaps, improve workplace and performance.
• Ability to consult to business and performance outcomes with a successful track record.
• Demonstrated success in working through employee relations situations and experience coaching management at multiple levels.
• Working knowledge of HR policy, procedure and federal and state laws regarding employment practices.
• Ability to work through ambiguity and willingness to take initiative to solve complex problems.
• Demonstrated ability to multi-task and work fast under deadlines.

Bonus Points:

• HRCI or SHRM certification a plus
• Experience working with employee populations across multiple states and/or countries.
• Leadership experience.

Education:

• Bachelor’s degree required.

Travel:

• 15%

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